what commitment really means for partners
bonus checklist: 13 steps to true commitment.
by martin bissett
passport to partnership
partner
what to discuss at the first merger negotiation meeting
smaller, larger firms likely have different concerns.
by marc rosenberg
cpa firm mergers: your complete guide
mergers succeed in direct proportion to the effort made by both firms to
- ask lots of questions,
- agree on as many merger implementation issues as possible before the merger takes place and
- openly share as much of their “dirty laundry” as possible to minimize surprises.
more on mergers: 14 provisions to include in a letter of intent | case studies reveal potential loi issues | want to merge? ask for data | plant seeds to turn up merger candidates | looking to grow your firm? how to find a seller in four steps
don’t assume anything. when you sit down for your first merger negotiation meeting:
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how to build your pipeline
bonus checklist: 5 questions to evaluate your network and skills.
by martin bissett
passport to partnership
14 provisions to include in a letter of intent
avoid promising to “negotiate in good faith.”
by marc rosenberg
cpa firm mergers: your complete guide
letters of intent should be drafted cautiously and with as much detail and precision as possible. this avoids potentially fatal misunderstandings or disagreements around key terms later in the process.
more on mergers: case studies reveal potential loi issues | what to ponder before issuing a letter of intent | want to merge? ask for data | one times fees is a steal! | the merger process in 21 steps | plant seeds to turn up merger candidates | 13 ways to screw up a merger | 15 can’t-skip merger terms to decide | 13 reasons accounting firms merge | 5 steps to take before merging
an loi is too often seen as a non-binding jumping-off point, with no real consequences. this is not exactly true. for starters, an attempt by one party to change a material term in the loi can be characterized by the other party as an act of bad faith or a breach of trust, which can
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7 succession questions to ignore for now
there’s some misdirection in succession management out there.
by bill reeb and dominic cingoranelli
卡塔尔世界杯常规比赛时间 / succession institute
you can’t go a week without seeing some article or blog focused on succession management and everyone seems to have a different opinion as to what is important when addressing succession. so, we thought it was time we challenged some of the more common misconceptions.
more on performance management: how partner ratings factor into equity | hazards of not reallocating equity | the pitfalls of equity allocation and reallocation | develop your employees or suffer the consequences | 5 harmful management attitudes (and how to fix them) | do cpa firms need management or leadership?
the first thing most authors want to focus on with succession is the development of future leaders. then the dialogue will shift quickly to mentoring programs, leadership training and more. well, it would be hypocritical for us to disagree with this because we actually develop and conduct these kinds of programs. however, training such as this is only valuable after many other issues are addressed first. so, while it is important, i guess the best phrase to describe this is “first things first,” and this is not first by any stretch of the imagination.